Team Acquisition – Hiring Right People for Projects

To run a winning sales campaign, grow market share, or do whatever else business project, many companies need to involve right people in their projects. Team acquisition is the logical part of project management strategy. In contrast to other processes like goal planning or budgeting, the process of hiring a team has the advantages of being more cost-effective, with fewer procedures and a shorter delivery time.

In spite of these benefits, team acquisition, however, is hardly ever completed. Each project may have many specific reasons for this, but the most common is that senior management incorrectly considers the value-adding capability of the team at the outset.

Acquire right people for your project

If candidates to the project team aren’t capable of delivering the bottom line value, then there’s no point in hiring these people, but the management needs to continue the hiring process and look for more trustworthy and fitting candidates.

It’s All about Value Proposition

When looking for a successful team unit for your project, you must be good at taking the time to understand why that specific team would be commercially and ideologically attractive to the business you’re working for. You need to use a strict methodology which covers the financial aspect, aspirations, capability offering, motivation, and personal needs of the team.

Your approach should be based on one thing – value. If you can identify the strengths each candidate has and the value the one can bring into your project, you decide if this value proposition is commercially viable. Your decision will then support the project and you’ll acquire a team that’s relevant to achieving the business expectations of your organization.

Here are more suggestions to help you acquire right people for projects:

Enjoy what You Do

Be passionate about what we do being a project manager. You’re a person ultimately responsible for team acquisition. You’re the one who decides what people to hire, to what positions and when. Love your job and remember that your key focus is on driving positive outcomes for all of the projects you’re in.

Be an inspiration for your team, show what value they’re expected to bring and what required results to achieve.

Talk and Listen to Each Candidate

People are different. Each candidate to your project team is individual in their mindset, expertise and preferences. Don’t impose inflexible team acquisition techniques or “one-size-fits-all” solutions on your candidates.

Instead, listen to what each one is saying to you at the interview, how they’re doing it. Look at their verbal and nonverbal communication.

Remember that CVs and cover letters are just documents, they may say a little about the real motivation the candidate has.

Be a Research-Led Manager

This means you research the market and try to find most suitable candidates to your team, not just people who are actively looking for new openings and career advancement.

The point is that sometimes “passive” candidates (those not looking for advancement but could be interested in your offer) could be more suitable for your specific project and potentially bring higher value. A part of your project manager job is to find and acquire those people. Don’t neglect this opportunity.

Go deeper into the market and know the people you’ll be working with.

Daniel Linman

A business consultant working on analysis, planning, implementation and evaluation of projects. Daniel has a broad experience in developing strategies for managing business and project activities. He monitors the market trends, actively participates in various business workshops and contributes to the development of effective communications between teammates and team leaders in the companies he is working for.

You may also like...